This being the day of the great downsize many managers are hurrying to make the cut's and in doing so closely examining their Employee-Assistance Programs for effectiveness. What are they? How do they help? How do they work? Are they worth the hassle?

What are they?

By definition employee-assistance programs (EAP's) give a business the means for identifying employees whose job performance is negatively affected by personal problems. EAP's should arrange for structured assistance to solve those problems with the goal of reestablishing the employee's job performance.

Three ways they help the employer and the employee:First, EAP's should help in identifying a troubled worker. The two largest problems in the workplace today are drug/alcohol abuse and the stressful effects of downsizing. Many researchers today believe that drug/alcohol abuse is responsible for most modern-day EAP's.

According to The National Council on Alcoholism and Drug Dependence, 25 percent of all hospitalized patients have alcohol related problems. Alcohol is involved in 47 percent of all industrial accidents and half of all auto fatalities. The cost totals 86 billion dollars per year due to decreased productivity, treatment programs, accidents, crime and law enforcement.

Although it is most costly at the top alcoholism/drug abuse affects employees at every level of an organization. One company found that in the pervious five years each worker with an alcohol/drug related problem missed 113 days of work and filed $23,000 more in medical claims than the average employee. However, recovered alcohol/drug abusers will frequently credit their EAP for literally saving their lives. By reclaiming highly experienced employees the company also can recover some of their losses.

One of the most painful aspects of a human resource professional's job is downsizing and it probably won't be going away soon. Layoffs affected 1.1 million workers in 1995 and are not expected to improve. EAP's are a resource that can often help managers smooth the transition for outgoing employees and for those who remain. When a company severs its ties with an employee, the emotional reaction can be intense. Most laid-off workers will react with anger then fade into denial and finally acceptance. This emotional roller coaster is not unlike those experienced by people diagnosed with a serious illness. They generally make the EAP available for up to six months after termination. This "after termination counseling" will help a company by removing the possible threat of retaliation in the form of sabotage or bad mouthing the company in the public's eye (which can be as damaging as sabotage).

Second, through orientation and job leverage the EAP should motivate the employee to get the help they need. The job leverage comes from the Quality Assurance in Drug Testing Act, SEC. 2707.Employer Practices which says: "Nothing in this title shall be construed to prohibit an employer from taking action necessary, up to and including termination, in the case of an applicant or employee who tests positive for drugs or who refuses to take a drug test authorized under this title." This act has not yet passed but it will provide the perfect motivation and release the employer from any lawsuits that might come about from employees who think they have the right to do drugs.

The purpose of orientation is to educate employees about EAP policies, procedures and services. Although it's not financially practical to spend an enormous amount of time on this topic, it is important that an organized effort be made to inform all employees of what the EAP is, How it works and for whom it is intended. Obviously, having a program is wasteful if employees fail to use it. Orientation should be done in a series of informal discussions like the half hour before the end of the work day. Combining orientation with written hand outs, posters and pay...

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...the identified health issue
The identified issue I have chosen to create a program for is that of mental issues that include: depression, stress and anxiety. The extent of these common causes is so large that everybody is affected by one or the other at any time in their life. A lot of people who may work casual, part time or full time can also be doing other jobs on the side or studying and do not have the time to make an appointment with a counselling company or just may not have anyone to talk to and can therefore cause these feelings of anxiety, stress and depression to become more than what it started out to be.
The scope of employeeassistanceprogram (EAP) needed
The objective of implementing this program is to give employees the opportunity to relieve themselves of their mental burden of distress and anxiety. Providing a relief resource program in the workplace enables everyone to be able to focus more on their work and improve their attitude towards work and life itself. Overall, the objective is to keep workers satisfied with working conditions and have them keep an expected and steady standard of continuous productivity.
An overview of a program that could be implemented
An overview of this program would include goals, the purpose, who to contact throughout the program and a rationale as to why this program...

...well as to nonemployees , including physicians, vendors, contractors, and others doing business with the company. Any employee or agent of the company who is found to have violated this policy will be subject to disciplinary action up to and including the possibility of immediate termination. This is an HR policy and is enforced by HR.
PSJMC is committed to maintain a safe and productive work environment and expects employees to be reliable and punctual in reporting for scheduled work (PROV –HR 4687 Policy). Absenteeism and tardiness place a burden on the hospital and on other employees. In the rare circumstances when employees cannot avoid being late to work or are unable to work as scheduled, they should notify their supervisor as soon as possible in advance of the anticipated tardiness or absence as required by policy. Excessive absenteeism and tardiness is disruptive and may lead to corrective action, up to and including termination of employment. The policy does not apply to employees on an authorized FMLA leave, including intermittent FMLA leave, or other leaves protected by state or federal law including verified occupational injury or illness. This is an HR policy and is enforced by HR.
PSJMC ensures and maintains a work environment that promotes the interests of employee safety, efficiency, health, and productivity. It also recognizes that employee involvement with drugs and alcohol can be extremely disruptive and...

...Implementing EmployeeAssistancePrograms
Introduction
When the average employee hears the words "employeeassistanceprograms", he may immediately think of medical benefits. Another employee may think of Workers Compensation. Yet another may think of further training for possible advancement. Although all of their conceptions are true, they are not all inclusive. There are several parts to the vehicle called EmployeeAssistancePrograms, or EAPs. EmployeeAssistancePrograms are defined by Myers as "structured programs that utilize technical, administrative, and professional human services and personnel people, on either a contractual or employment basis, to meet the needs of troubled employees" (4). EAPs are needed so that the work environment is safe and productivity is as high as possible. This benefits the employees as well as the employers. The process of creating and implementing EAPs will be discussed.
It is important to define who the troubled employee is, how the EAPs are to be structured, and how it is that the troubled employee is helped through the structured programs. As those three areas are discussed, some of the statistics that make these EAPs necessary, or at the very least, helpful, will...

...EAP Coordinator
Name: Phone Number: Email:
Other Information
Special Notes:
THE EMPLOYEEASSISTANCEPROGRAM
Today it is taken as a matter of course that a wide range of personal problems impact workers on the job. Prior to 1940, personal problems were viewed as being separate from workplace responsibilities. This attitude was reflected in company policy so when the troubled employee was identified, it often meant losing his/her job. There was no formal assistanceprogram available for the troubled employee. In 1935 Alcoholics Anonymous was formed. This is a self-help group for people with alcohol problems who are seeking support in their recovery process. This concept entered the workplace in the early 1940s in the form of Occupational Alcoholism programs. Many workplaces began to realize that an employee with a drinking problem did not have to lose his/her job because recovery was possible. EmployeeAssistancePrograms evolved from the Occupational Alcoholism programs and have grown and changed as new areas of need were identified. Whether it is the problem of drug abuse or the needs of single-parent or dual-career families, employers and EAPs responded to these changes in society by broadening the scope of EAPs. As a result creative and broad-brush EAPs have evolved to respond to...

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Introduction
Employeeassistanceprograms are often described as a benefit program that is offered by employers. Employeeassistanceprograms most often referred to as EAPs are intended to help employees deal with personal and professional problems that might adversely impact their work performance, health, and well-being. (Mannion, 2004). The following will describe the history of EAPs, the main purpose, different types of services offered, as well as and how fundamental these programs are in order to maintain a stable and ethical business for employees today. I want people to understand the benefits and success an EmployeeAssistanceProgram can offer both employer and employee.
History
EAPs have been assisting companies and their employees since the 1940s, chiefly dealing in areas of alcohol and drug abuse. The 1970s was when EAPs truly expanded, focusing on a range of personal problems that affected their overall work performance. (walsh). It was during the 1970s that companies started viewing alcoholism as a workplace problem and instead of firing someone, there was EAPs set up to assist in getting the employee healthy, and productivity levels back on track. During the 1970s referrals to EmployeeAssistancePrograms were suggested by...

...EmployeeAssistancePrograms
Employee's mental and physical wellbeing is an important factor if a company wants to be successful and enjoy annual growth and profits, but there are many factors that can distract an employee from performing their duties to the best of their abilities. Many employees suffer from problems such as alcoholism, drug use and rehabilitation, depression, financial and family issues as well as many other others that can affect their behavior and performance on the job. Corporations recognize this threat and have implemented EmployeeAssistancePrograms (EAP's) into their organization to help their employees deal with personal problems to get them back into better health. These programs are set up to be a confidential place to turn if an employee needs someone to turn to if they need help with a situation that they cannot solve themselves. Although as of 1990, fully 80% of Fortune 500 companies had some type of EAP set up, utilization of these programs were low. In order for an EAP to be affective, management has to present the benefits of these programs to employees' more efficiently.
Harding Company
Although Harding Company is a successful, well-run company, their utilization of their company's EAP is extremely low. According to Judy Greenwald, a company that runs a successful EAP should...

...Rebuilding Employee Morale Following a Layoff
Overview Rebuilding employee morale following a layoff or work-force reduction. • Common feelings employees may have • Helping employees cope • Ways to rebuild trust and morale
Layoffs and work-force reductions have a big impact on both those who lose their jobs and those who remain. Employees who remain after a work-force reduction may be affected for weeks or months afterwards. They may feel overwhelmed, have a hard time focusing on work, or experience low morale. This may be a stressful time for you as well. As a manager you not only have to make the transitions yourself, but you’re also counted on to help steer your team through the changes. As a manager, it’s important to be aware of what employees are feeling and to offer support in ways that can help your team get through this difficult and challenging period. And it’s important to recognize how the changes affect you as well. Common feelings employees may have
Several employees, or hundreds of employees, may have lost their jobs at your company. Whatever the size of the work-force reduction, it’s likely that many well-liked people who were doing good work will be leaving the company and that the employees who remain are sad and are grieving for co-workers who were let go. The remaining employees may also be fearful about the security of their own jobs or how their roles might change. Employees may experience some or all of the following...

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Employee Onboarding
Flora M. Jordan
Grantham University
Employee Onboarding
According to Bauer, after employee selection, the most important ways that organization can improve the effectiveness of their talent management systems is through the strategic use of onboarding. Employee Onboarding is the process of assisting new hires adjust to social and performance aspects of their new jobs. The process can consist of providing organization information, training, mentoring and coaching. This process can take up to six to twelve months of employment. (Bauer, 2010)
I currently work for the United States Department of Agriculture for Office of the Chief Information Officer (OCIO) for two and half years. Their onboarding process last for twelve months from the start of accepting the employment offer. The process start before the first day of employment and last until your one year anniversary. The process is broken up to seven parts. (Mazer)
Part I: Before Your 1st Day
Visit company website to learn more about OCIO
Complete Background Investigation via e-QIP
Submit Federal Standard Forms
Complete Federal Information Security Systems Security Awareness and Privacy Records Management Training and Return to HR
Receive Welcome email from OCIO HR
Review Pay and Benefits
Review Training and Forms
Complete Permanent Change of Station relocation paperwork (if applicable)
Part II: Your First Day
Attend...